-- Max de Pree
Workplaces today have become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. Changes in the cultural make-up of organizations have been so vast that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization. By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and are helping promote positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes, 2007/2008). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity?
The main purpose of this research paper will be to explore what methods organizations and leaders can use to successfully manage increased cultural diversity within the workforce. This research will reflect not only why it is important for organizations to embrace the differences in a diverse workplace, but will discuss the consequences that may occur if they do not incorporate effective methods for addressing a multicultural population. A clear discussion of the educational tools used in this project ...
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Hendricks, E. (2005, November 6). It’s Good for Business: Diversity: helps companies better serve customers. The Provience, p. A.42. Web. 21 May. 2015.
Spiers, C. (2008, Summer). The Business Benefits of Diversity. Management Services, 52(2), 26, 5pgs. Web. 18 May. 2015.
Walton, S. J., M.A. (1993, May). Cultural Diversity: An asset, Not a Liability. R & D Innovator, 2(5), 37. Web. 27 May. 2015.
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